Workplace deviant behavior at work has increasingly emerging as an important phenomenon in organizations because of the negative and adverse effects it brings. Workplace deviance behavior at work also has become the focus of an increasing number of research studies (Ones, Viswesvaran & Schmidt, 1993; Robinson & Bennett, 1995; Sackett & DeVore, 2001). Organizations need to bear the cost of lost productivity when employees engage in behaviors when they fail to turn up at all without any reasonable excuse. Example for workplace deviant behavior is sexual harassment and steal the organizational property also harm the effectiveness of the organization. Sexual harassment also another form of workplace deviant behavior and has reported to cause job
This research is based on the reality and on endurance of stress in the workplace of health practitioners, It is based on the belief that stress in the workplace can be studied respectively and the results can be obtained in that manner. The researcher has to ensure that the correct methods are used when conducting a research and the participants are also
The aforementioned phenomena results in material social and economic costs to both employers and individuals. Serious risks include psychological harm and physical injuries, increased stress levels and an overall significant impact to the safety and well-being of the individual. Workplace bullying is the situation whereby an employee is treated with negative acts for a long period of time by his peers, supervisors or bosses. Usually the employee is unable to defend or retaliate due to the recognition of a formal or informal power imbalance. These advices will help employees in successfully dealing with or in managing bullying.
“The worse thing about Depression is people who don’t have it, just don’t get it”. Unknown Workplace depression is a major issue which spans across all cultures and economies with serious implications to both the employee and employer alike. The Impact of Depression at Work Audit (IDeA) evaluates the societal and economic burden of depression in the workplace across various geographic regions. The latest report from a study carried out in South Africa creates interesting, but potentially troubling reading for employers. The South African Depression and Anxiety Group (SADAG) conducted this research to better understand how South African employees experience Depression at work, how much awareness exists in the workplace environment about
Temperature is another work environment that is negatively affecting employees job performance. For example, employees who worked all day in the heat can cause serious health issues, which leads to stress and health issues can lead to job loss and additional stress. It is important to speak to someone in the organization to solve such work conditions, in order to reduce stress and to protect health conditions. (Aamodt, 2015) Interpersonal stress occurs when an individual battle with stress due to a personal issue including family relations, finances and health. When an individual is going through an interpersonal stress, it effects the person’s behaviors.
Work stress or occupational stress can be defined as harmful physical and emotional responses that occur when the requirements of the occupation do not match with the capabilities, resources or needs of the worker (NIOSH, 1999). Additionally, it has also been defined as the non-specific negative response of the body in order to meet up with exceeding demands at the work place(Sciences & Terengganu, 2011). Cooper described stressors in the work place in six elementary groups, namely; factors intrinsic to work role, organizational roles, work relationships, career development, organizational factors and home-work interface (Williams & Cooper, 1998). Work stress has been conceptualized with many models. The most widely cited one is Karasek’s job
Stress is a condition of strain that has a direct behavior on emotions, idea process and material conditions of a person. Stress is ever present in our society. It has become an important part of daily living, so its obvious that stress is also present in the work place, & is termed as the job stress or occupational stress. Job stress can be
Cognitive dissonance can impact attitudes and behavior in the workplace by causing a disruption of environmental cohesion. “This produces a feeling of discomfort leading to an alteration in one of the attitudes, beliefs or behaviors to reduce the discomfort and restore balance etc.” (McLeod, 2014). There will always be difficult situations in the workplace, but it is how you adapt in those situations that will determine the outcome to be positive or negative. A great example of cognitive dissonance can be found in the merger of Bethel Universitys’ two recruiting departments. The first department was what we all know as (COPS) College of Professional Studies, and the second department (COPS) College of Public Service.
Moreover to the physical stress of working longer hours, there are also environmental reasons of pressure. These include extreme noise, a non-supportive administration, unfair rating procedures, failure to receive acknowledgement and unsafe working conditions. Also there are psychological causes of pressure in the workplace, such as encounters between employees, communication difficulties, lost sense of purpose, feelings of being overawed and fatigue. Remarks or behaviors which deny employees’ contributions, degrade them personally, or interfere with their ability to function as individuals may start the cycle of despair or violence (Gerson, A., 1993). Additional sources of job-related stress include uncertain job expectations and descriptions; short closing date and consistent “fire drills”; responsibility but no decision-making authority; routine, dull jobs with no room for creativity; and last but not least, the “isms” – racism, sexism, and ageism (Evans, T., 1990).